Job attitudes

Question 1

What does performance mean?

Answer 1

• Performance - task related behaviour
• Effectiveness - evaluation of performance relative to standards
• Productivity - effectiveness relative to cost

Question 2

What are the three factors in the model of performance?

Answer 2

• Declarative Knowledge
• Procedural Knowledge
• Motivation

Question 3

What is declarative knowledge?

Answer 3

• Knowledge about facts and things (facts, principles, goals, self knowledge)

Question 4

What is procedural knowledge?

Answer 4

• knowing how to do things (cog skills, physical skills, self management skills)

Question 5

What is motivation?

Answer 5

• choices people make
• level of effort
• choice to perform

Question 6

What do we mean by work attitudes?

Answer 6

• Feelings and beliefs about ones job, organisation, supervisor or another aspect of the workplace

Question 7

What is job satisfaction?

Answer 7

• positive and negative feelings individuals hold towards their job

Question 8

What is job involvement?

Answer 8

• positively identifying with the job and considering performance as important to self worth

Question 9

What is organisational commitment?

Answer 9

• Identifying with an organisation and its goals and wishing to maintain a membership in that organisation

Question 10

What is perceived organisational support?

Answer 10

• evaluation of how much a company values employee contributions and cares for their well being.

Question 11

What is work engagement?

Answer 11

• positive, fulfilling work related state of mind
• vigour - high energy and resilience
• dedication - sense of significance of ones work (enthusiasm and pride)
• absorption - fully concentrates on work (happily engrossed in it)

Question 12

How is job satisfaction measured?

Answer 12

• Global job satisfaction - “how satisfied are you with your job?”
• job facet satisfaction - Minnesota satisfaction questionnaire (MSQ), Job descriptive index (JDI)

Question 13

What does MSQ measure?

Answer 13

20 factors (important ones being…)
- creativity
- achievement
- moral values
- social status
- authority

Question 14

What does JDI measure?

Answer 14

5 satisfaction facets
- supervision
- co-workers
- pay
- promotional opportunities
- the work itself

Question 15

Are job satisfaction and performance related?

Answer 15

• Through reviews and meta-analysis they have a positive/moderate correlation

Question 16

What are the moderators linking job satisfaction with performance?

Answer 16

• moderators are factors that influence the strength of relationships between other variables
• moderators include - personal control, job complexity

Question 17

What qualities were found in satisfied employees?

Answer 17

• fewer avoidable absences
• less likely to quit
• more likely to engage in organisational citizenship behaviour.

Question 18

What is the relationship between job satisfaction and pay?

Answer 18

• Pay influences job satisfaction (overall relationship is weak)
• relationship is stronger at lower levels as people have reached the level of comfortable living.

Question 19

What is the relationship between job satisfaction and job characteristics?

Answer 19

• The core job characteristics all motivate potential score
• skill variety, task identity, task significance, autonomy, job feedback

Question 20

What qualities contribute to high job involvement?

Answer 20

• Personality
• Job characteristics
• Supervisor behaviour

Question 20

What are the outcomes of these core characteristics?

Answer 20

• work motivation, growth satisfaction, general satisfaction and work effectiveness

Question 21

What are the elements of organisational commitment?

Answer 21

• Affective - emotional attachment
• Continuance - perceptions of difficulty of leaving
• normative - feelings of obligation

Question 22

How is organisational commitment measured?

Answer 22

• organisational commitment questionnaire (OCQ)

Question 23

Describe the findings linking to organisational commitment

Answer 23

• Meta analysis (Meyer et al 2002)
• positive antecedents - organisational support, perceived fairness
• negative antecedents - transferable skills, role of conflict

Question 24

What are the issues with organisational commitment?

Answer 24

- Job embeddedness - the range and strength of commitment people feel across different areas of work

Question 25

What does it mean to have high Perceived organisational support (POS)?

Answer 25

- people with high POS believe their organisation values and cares for them

Question 26

How do theories link with contingency approaches?

Answer 26

- interaction between leader traits/ behaviours and situation - path-goal theory (based on expectancy theory of motivation)

Question 27

What are the 4 leadership styles?

Answer 27

Directive, supportive, participative, achievement orientated

Question 28

What is transactional leadership?

Answer 28

- Helps organisations achieve objectives more efficiently - Gain more compliance by using rewards and penalties

Question 29

How effective is the transformational model (Bass 1985)?

Answer 29

- related to lower turnover, higher productivity, lower employee stress, job satisfaction - more effective than transactional leadership across settings.

Question 30

What is framing?

Answer 30

- influencing and managing employee perceptions of their work